Menopause is a prevalent issue that now affects a huge proportion of the workforce, but is often overlooked when it comes to workplace policies. As awareness grows, it’s important for your organisation to understand why having a menopause workplace policy is crucial and how it can protect you from costly employment tribunals and protect your employees.
In this guide, we’ll explore the reasons for implementing a policy, its benefits and tips to help you create a supporting environment for the employees within your organisation who are experiencing menopause.
Understanding menopause in the workplace
Before looking into a policy to support menopausal women within your organisation, it’s important to understand exactly what it is and the impact it can have.
Menopause usually occurs between the ages of 45 to 55 and research from the NHS shows that 10% of women leave their jobs and many more reduce their hours or pass on promotions as a result of menopause-related symptoms.
With the retirement age increasing, the number of women working into their late 40s and 50s is increasing which means support is more important than ever.
Menopause can often cause the following symptoms:
- Poor concentration
- Tiredness
- Poor memory
- Feeling low or depressed
- Low confidence
- Hot flushes
All of these symptoms can lead to days off work and a higher intention to leave an organisation.
Currently, women going through menopause receive very little support from their employers, and there can often be a lack of sensitivity and consideration around how it can affect women’s experience in the workplace. In fact, an Acas survey found that 33% of employers do not feel equipped to support women going through menopause.
What is a menopause policy?
In simple terms, a menopause policy is a workplace policy that outlines your approach when you have an employee within your organisation who is experiencing menopause or who is perimenopause.
You should document the support your employees will receive and aim to educate others within your organisation about menopause and the tools they need to understand and support your team.
Once you have this policy in place, it’s important that you follow your own internal policies and procedures.
Why is it important to have a menopause workplace policy?
Whilst menopause is not a protected characteristic in the Equality Act 2010, sex, age and disability are characteristics that provide protection against unfair treatment of employees who are going through menopause.
As menopause is experienced by people of a certain age and sex, employees could still claim discrimination. Severe symptoms of the menopause could be seen as a form of disability so, if you fail to make reasonable adjustments to support their symptoms, you could be seen to be discriminating against employees.
In addition, it could be seen as a gender-based discrimination matter too. For example, a female employee may feel they need to resign as a result of being unable to perform their role with no support from their employer when experiencing menopausal symptoms. This could lead to a court case and expense for your business.
Without a menopause workplace policy, you could be failing to consider and support the health and well-being of your female employees.
Alongside facing employment tribunals, without a menopause policy, you could be leaving your business open to the following risks:
- Employees losing confidence in their abilities and skills
- Employees taking sick days without sharing the real reasons why
- Employees experiencing depression, sickness and anxiety
- Organisations losing valuable, experienced team members
- Employees facing discrimination due to menopause-related symptoms
Components of an effective menopause workplace policy
If you’re already following best practices, you should already have a number of workplace policies in place which will include health and safety, sickness or absence, flexible working and performance management. It’s important to review these policies and make adjustments to account for menopause.
However, it has also now become best practice to have a standalone menopause policy.
Here are just some of the key components you could include:
1. Education and awareness
Providing training programmes for your managers and staff on menopause awareness is crucial. Within these programmes, you should cover what menopause is, the symptoms, and how it can affect life in the workplace. Plus, providing resources and information to employees who are experiencing menopause will create a supportive environment.
2. Workplace adjustments
Allowing for practical adjustments can significantly improve working conditions for menopausal employees. Factors such as flexible working hours, temperature control in the office, and easy access to toilets are examples of this. Always work with your employees to identify and implement the adjustments that can help them.
3. Support systems
Establishing support networks and employee assistance programmes (EAPs) can provide the support that menopausal employees need. Always encourage a culture of open communication where employees feel comfortable discussing their needs is essential for a supporting workplace.
The Menopause Workplace Pledge
The Menopause Workplace Pledge is an initiative that encourages employers to commit to supporting employees who are experiencing menopause. Signing the pledge demonstrates your dedication to creating a supportive work environment.
To implement the pledge, you just need to sign up and commit to the principles outlined.
This includes:
- Raising awareness
- Providing training
- Making necessary menopause and workplace adjustments
You will also need to take solid actions to fulfil your commitment to the pledge and evaluate your policies to ensure they meet your employee’s needs.
In summary…
Implementing a menopause workplace policy is important for addressing health and well-being, promoting inclusivity and enhancing your employee retention and engagement. You will also need to provide practical adjustments and support systems which are all crucial elements of an effective policy.
As more women continue to work into their later years, it’s crucial for your organisation to consider taking proactive steps to support them. Implementing a menopause workplace policy not only benefits your employees, it also strengthens your organisation as a whole.
HR consulting services by Trusted HR
If you’re struggling to implement a menopause workplace policy or support your employees, our HR consultants are here to help. Trusted HR offers email, telephone, video call, or on-site support to help ensure you follow the correct procedures and protect your company.
Our team members are fully qualified, up to CIPD Level 7 and highly experienced. In addition to our ad hoc HR consultancy, we also offer three levels of retainer HR support if you require ongoing guidance and advice.
Trusted HR offers a free, 45-minute, no-obligation consultation on any HR issue in the workplace, including dismissals. Request your consultation to get started.
